Final answer:
The provided studies do not directly support the claim that high self-monitors are more likely to change employers or receive promotions. The research focuses on 360-degree feedback effectiveness and learning through feedback discrepancies, not career progression.
Step-by-step explanation:
The statement that high self-monitors are more likely to change employers and locations, and to receive more promotions is not directly supported by the information provided. The studies mentioned, such as Atkins and Wood (2002), examined the reliability of 360-degree feedback methods rather than career progression of high self-monitors. While it's possible that high self-monitors could adapt their behaviors to different social and professional situations, which might lead to more frequent job changes or promotions, the studies do not provide definitive evidence of this. On the contrary, they suggest that discrepancies in feedback can facilitate learning and discussions between employees and supervisors.
Moreover, it's important to use metacognition to manage strong emotions, which is a different aspect of self-monitoring. The ability to reflect and manage emotions can be an asset in any professional setting but is not specifically linked to the likelihood of changing employers or receiving promotions.